The Holiday Act in Zenegy
The Holiday Act is equivalent to a simultaneous holiday and gives employees the opportunity to take holiday immediately after the earning. This places demands on both the company and the employee. They must be able to manage and keep track of the holiday earnings, and save up for the long holiday periods of the year for example, summer holidays.
Zenegy has made it clear for everyone to be able to manage holidays and to get an overview of the holiday balances. Get all the way around the Holiday Act. We take you through changes and the new rules from start to end.
Easy and correct administration of holiday
With Zenegy, comes a number of benefits that make it easy to pay salaries and manage vacations.
Employees have a full overview of the holiday earning and their use of holidays - both on mobile and web.
Personal guide to the Holiday Act via the mobile app
With Zenegy's mobile app, it becomes easy to understand the Holiday Act. You get an overview of the different periods for earning and holding, as well as the opportunity to follow the ongoing holiday earning.
All employees have access to a guide for the Holiday Act. In the guide, you will find an introduction to the connection between the accrual and holding periods, and the balanced for accrued and used vacation days.
The employee gets a personalized guidance regarding holiday accrual and usage periods, as well as accrued and spent holidays. The guidance is tailored specifically to the individual employee, based on their actual balances.
A fully updated overview is available for both employees and the company.
The current holiday balances are updates after each month's payroll run, where the employee can see the earned holiday as well as the total holiday balance for the period. If the employee spends some of his holidays, it's automatically deducted from the balance - so you always have the current holiday balanced per. today's date.
The payroll administrator can see the holiday balance for the entire company, both for the generally year-to-date and current updated balance after each payroll run.
Automatic reporting to e-Income
Reporting to e-Income is done automatically in connection with your payroll run in Zenegy.
For companies that use holiday funds, payments of the employee's holiday pay will also be transferred to the holiday fund automatically.
The deadline for the payment to the holiday account is the same day as the reporting deadline for e-Income. It will also take place automatically in Zenegy connection with the payroll run.
Digital holiday request
In Zenegy, the employee has a full overview of the current holiday accounts. The employee has insight into earned vacation days after each pay period, as well as used or planned vacation days.
In this way, the employee gets full control over the holiday balance, with a solid starting point for being able to plan holidays during the year.
The employee can request a holiday or other absences directly via the mobile app or web. Subsequently, the holiday request is sent for approval to the department manager or the person responsible for the shift planning.
The holiday management becomes easy and efficient with Zenegy's digital registrations.
Holiday calendar and a overview with Google or Office
Holiday and absence registrations are displayed in an interactive dashboard in Zenegy. Here, the manager or the administrator has the option to sort by different types of absences (holiday, illness, etc.), select display at a department level, or sort by status. Furthermore, they can see whether absence has been approved, rejected, or needs to be processed.
In addition, the holiday and absence records can be set up for Google or Office 365 calendar. Here you get exactly the view that is important for your holiday administration. The calendar can also be shared with others in the company - so everyone can have an insight into who is at work on the different days.
100% freedom of choice and customization
In Zenegy, it's easy to customize and change the holiday settings so that they suit your business needs 100%.
The company administrator has full control over the different choices for holidays and any payout periods. All choices can easily be changed to suit your personnel policies, local agreements, or collective agreements.
Holiday in advance
'Holidays in advance' is one of the options that are possible with the Holiday Act. It allows employees to borrow vacation days for the purpose of earning the 'borrowed' vacation days within the next holiday earning period.
Regardless of whether you, as a company, have decided whether it should be an option for your employees, it can easily be chosen on the company account in Zenegy.
You simply choose - whether it should be an option or not and afterward you specify the number of days that a maximum can be taken in advance.
Holidays and care days
Holidays and care days do not follow the rules of the Holiday Act - and can therefore be under other rules for accrual and holidays.
In Zenegy, of course, this has also been taken into account and holiday settings can also be defined and adapted to the company's needs.
Holiday pay provisions
For employees with the right to salary during holidays, a holiday balance is earned, which is paid to the employee during the holiday year.
The holiday pay that is saved on an ongoing basis must be set aside in the accounts. In Zenegy, the holiday pay can be posted to a separate account so that the company has an overview of the current obligation in the accounts and remembers to reconcile the amount when the money is to be paid to the employee.
A timeline of important dates regarding the new Holiday Act
Get an overview of the full journey from the adoption of the new Holiday Act to important dates and deadlines that you need to be aware of throughout the process.
Holiday held under the new Holiday Act31. December 2021
Holidays accrued in the period from the 1st September 2020 to the 31st August 2021 must be used before 31 December 2021. The 5th holiday week is paid out automatically after the 31st December when the holiday period expires - if no transfer has been agreed. It can also be agreed with the employer that the 5th holiday week can be paid out already on the 1st September when the holiday year ends.
First payment from the Holiday Foundation01. October 2021 - 31. October 2021
The first payments from the Holiday Foundation will be made in October 2021. The payments will happen automatically 1) at the applicable national pension age at any given time. 2) if the employee steps down to retire despite not being at the national pension age.
In addition, you can get the holiday pay paid out to you when you leave the labor market, by going on early retirement / efterløn / special benefits / permanent stay abroad.
Furthermore, automatic payment will be made in October 2021 if the holiday pay is less than 1,500 DKK at the time of reporting on 31st December 2020.
2nd installment of holiday payment31. August 2021
The special holiday allowance can be paid in two different ways and it is up to the individual company to decide which model they want to use. The special holiday allowance can either be paid in two installments per year on the 31st May and the 31st August, or it can be paid on an ongoing basis as the employee takes the holiday.
Deadline for indicating whether holiday pay will remain in the company31. August 2021
The Holiday Foundation must be notified no later than the 31st August 2021 and each year thereafter, on whether the company still wishes to keep the holiday pay. If you make payments to the Holiday Funds, filing and payment will happen as before and the holiday fund will make sure the filing and payment to the Holiday Foundation happen.
Collection of payable holiday funds01. July 2021 - 31. July 2021
For companies that choose to keep their employees accrued holiday pay in the company, an obligation for holiday pay will be sent out every year in July. Here the company must decide whether they want to pay the funds into the Employees' Foundation for Receivable Holiday Pay (Holiday Foundation) or whether they want to continue to keep holiday pay in the company.
Indexation of holiday founds31. May 2021
The companies that have ‘Other holiday scheme’ and therefore choose to keep the employees’ accrued holiday day in the company, must pay an annual indexation corresponding to the salary development. The indexation reflects the paid development the previous year and is determined once a year. The indexation is determined by the Foundation no later than the 31st May and it is valid in the period from the 1st June to the 31st May. In 2017, the pay indexation rate was 2.2%.
1st installment of holiday allowance payment31. May 2021
The employees’ special holiday allowance can be paid in two different ways and it is up to the company to decide which model they want to use. The special holiday allowance can either be paid in two installments per year (on the 31st May and the 31st August), or it can be paid on an ongoing basis as the employee takes the holiday.
Holidays are taken as usual according to the old holiday act01. May 2019 - 30. April 2020
During this period holidays taken are according to the old holiday act. This means that holidays, that are accrued in the holiday year 2018, must be taken in the period from the 1st May 2019 to the 30th April 2020. In some cases, it may be possible to transfer up to 5 days of holiday to the next period.
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